4 Steps to Kickstart Your Mobile Recruitment Strategy

Sometimes the hardest part of running a race is getting started. Similarly, taking the first step across the starting line on a big project — like kickstarting your mobile recruitment strategy — can be intimidating. Luckily, you’re not alone in this journey.

Why you need to say: Ready. Set. GO!

If you’re saying, “Mobile recruitment is cool and power more to those who do it, but why should I care about it?” maybe you haven’t let some of these facts sink in.

Did you know that a whopping 70 percent of candidates have searched for a job on a mobile site? TWEET THIS

Three-fourths of them (74 percent) are significantly more likely to complete a transaction on a mobile optimized site, according to CareerBuilder’s 2013 Candidate Behavior Study.

On the other hand, 65 percent of workers who search for jobs via mobile devices will leave a web site if it is not mobile-optimized. Even worse, 40 percent walk away with a more negative opinion of the company. TWEET THIS

As technology continues to dominate the way candidates search and engage, they are demanding more from the experience. Once they make the decision to apply, they expect to be able to act immediately — be it on a PC or a tablet or smartphone.

1. Optimize your career site.

Responsive Design. Look around — the world around us is rapidly changing, and that includes the way job candidates are engaging with organizations. As technology and devices continue to evolve at a rapid pace, don’t expect things to be status quo.

For instance, don’t expect there to be one standard website size anymore. Think of how you can tell your story authentically in screens of various sizes from which potential candidates can access your career site. You’ll need to consider how your web page will be displayed on a desktop, laptop, smartphone or tablet, and whether it warrants portrait and landscape view.

Candidates are increasingly drawn to content they can see at a glance and that they can easily navigate while on the move. With that in mind, CareerBuilder designs for “mobile first.” That means designing for mobile devices before designing for the Web. Clever, huh?

Responsive design means building websites where the pages adjust to provide an optimal experience based on the size of your browser.

If you decide to go this route, the good news is that you won’t have to develop a separate mobile site. That means more money in your pocket, since you won’t have to budget for additional Web development costs. And in addition to looking modern and on-trend, it will save you the hassle when content needs to be updated, since it dynamically updates on all devices.

Plus, it’s beneficial in terms of SEO. Did you know that you automatically disqualify yourself from 20 percent of searches if you’re not fully mobile optimized, even if you have a top-notch SEO strategy? That’s also according to CareerBuilder’s 2013 Candidate Behavior Study. While this is important for all businesses, it’s particularly crucial for small businesses.

3. Optimize your email.

Can you guess the most common way that professionals interact with career opportunities? The inbox! That means you need to pay close attention to how your emails look on mobile, and determine if it needs a refresh. To get you started, here are five must-haves for emails on mobile:

Make sure the main message of your subject line is within the first 15 characters. For most folks who will read your email on a mobile device, that may be all they see.

Increase the size of links and your call-to-action, or CTA, button. It must be clear to your readers what their next step should be.

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4. Revamp your apply process.

One of the most important, yet sometimes overlooked, things you can do is to acknowledge a candidate’s application and get back to them in a timely manner. This is actually one of the top complaints candidates cite.

You should also try to make your apply process as simple and easy as possible. Eliminate extra steps on the application process, including questionnaires, screeners and situational stories. This may require you to get rid of questions that a candidate would never fill on a mobile device. If that seems daunting, do a full review of what’s truly essential to consider an application complete. Remember: Shorter is always better.

Another good point to keep in mind is that while some potential candidates may find your company via a mobile device, they may prefer to fill out an application at a later time when they have access to a laptop or desktop. If you allow these individuals to email themselves a reminder or a link to apply for the job, you increase the chances of having them follow through.
You can also allow candidates the option to apply via Dropbox or email their resumes to your HR department.

At CareerBuilder, we’re committed to delivering high-quality career sites powered by our software services. All of our sites are built with responsive design to provide job seekers with the best possible experience on ALL devices. Are you ready to get started? Call your CareerBuilder account manager to learn more about getting a mobile career site set up today.

Deanna Hartley is a senior copywriter and community manager at CareerBuilder, where she writes about issues that are top of mind for employers and recruiters – including talent acquisition, employee engagement and retention. An avid social media user, Deanna manages the @CBforEmployers account on Twitter, LinkedIn and Facebook, so it’s easy to stay connected with her. Prior to joining CareerBuilder, Deanna was a senior editor for the Human Capital Media Group, publishers of Talent Management, Chief Learning Officer, Diversity Executive and Workforce Management magazines. Deanna holds a master’s degree from Northwestern University’s Medill School of Journalism. She loves coffee, social media, pop culture and dogs – though not necessarily in that order.

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